An individual development plan, an example of which we will consider below, is a tool with which an employee purposefully and systematically develops the necessary qualities and skills at home. IPR itself is a specific document that indicates specific development goals and specific actions with which to achieve them.
Company benefit
That is why in most modern companies, each employee draws up an individual development plan. An example of such a document will be presented below. With it, you can implement several tasks at once:
- the employee begins to more systematically and purposefully engage in his development;
- coordination of work and development goals is ensured;
- there are opportunities for control and self-control;
- specific and general ideas of self-development are transferred to the level of implementation of specific actions;
- analysis of their weaknesses and strengths.
In the overwhelming majority of cases, IPR is used by large companies as a tool for the self-development of managers working in the personnel reserve. But this does not mean that it is ineffective as an independent technique, since with proper use it plays a very important role in improving staff performance.
Employee Benefits
For an employee, an individual development plan, an example of which he receives at hand, is advantageous as follows:
- it allows you to timely prepare for any new projects, position or upcoming changes in the organization;
- self-organization is ensured, since in the presence of IPR it is much easier to bring into your work or life plans any actions and events that help to achieve specific goals;
- Priorities are highlighted and emphasis is placed on which to pay attention in the process of development and training.
Due to the systematic use of IPR, it is possible to determine the managerial potential of the company, as well as forecasting the main opportunities for its further development. More experienced employees are also involved in monitoring development and training processes. Knowing an individual development plan, an example of which is issued to each manager, the company can engage in more accurate personnel policies.
Among other things, with the help of IPR, the focus of efforts used within the company's strategy is ensured. Taking part in the compilation of IPR using internal and external consultants, the company provides assistance to managers in prioritizing and placing emphasis during training and development in accordance with the chosen tactics.
How to make it up?
To ensure a real effect, using an individual development plan, an example should be made by a competent specialist with experience and skills in carrying out such work. Basically, compilation includes three main stages.
Training
The employee studies the report on the results of the evaluation (if it was carried out), after which she receives and studies the main recommendations related to development from the manager, independently determines development priorities, and, if necessary, consults with internal or external consultants. What to do if it is not possible to independently plan an individual development? An example of such a document can be suggested by a specialist in development and training, which is present on the staff of most large organizations.
Compilation
The employee is engaged in filling out the table, indicating there the priorities of his own development, and also compiles a map of developmental actions, which clearly indicates when and how he will be engaged in the development of the necessary skills.
Matching
A consultant or manager reviews each individual employee development plan. Examples of such a document are widely available, so it will not be difficult for an employee to compose it independently. After that, the authorized person makes the necessary changes, if necessary.
Statement
A ready-made individual employee development plan, examples of which can be found in specialized print media, approved by consultants, is sent to the heads or representatives of the HR department for final approval.
Development areas
Among the main areas of development in IPR, the following are often indicated:
- Workplace skills development. The employee is engaged in various changes in the work process that may contribute to the improvement of his competence.
- Performing special tasks or projects. After an individual employee development plan has been drawn up (example above), the employee is entrusted with the implementation of a project that requires an increased level of competence from him.
- Learning from other people's experiences. More competent employees are monitored, after which a new individual specialist development plan is completed. An example of filling can also be suggested by more experienced colleagues.
- Search for feedback. The employee discusses with his subordinates and colleagues his own work, considering it from the point of view of his competence.
- Self-training. An in-depth analysis of his work is carried out, after which the employee independently searches for some more effective solutions that could improve his work in the company.
- Trainings A person takes part in various training programs.
Thus, this tool is universal. Some people even draw up an individual plan for the development and life of the child. An example of such a document will tell psychologists, doctors and many other specialists.
What should an example contain?
IPR often includes a certain list of activities necessary for the development of specific skills by a specialist. Depending on the field of activity of a particular organization and its scale, such a list can be extremely diverse and, in addition to other data, include the following:
- direct training in new skills in your organization, as well as getting them outside;
- participation in any projects where an employee can gain valuable experience;
- staff rotation;
- conducting internships;
- mentoring, mentoring and coaching;
- fulfillment of any additional tasks, tasks and roles;
- passing optional or mandatory certification.
In the vast majority of cases, development plans do not include any tasks that relate to the achievement of specific KPIs or specific targets.
The timing
For beginners, in the overwhelming majority of cases, it is customary to establish plans for a period of approximately six months, and for existing employees, this time period can reach a year. For HiPO or employees with increased potential, such a plan can be drawn up immediately for a period of three to five years.
In the best case, the provision on staff training or some other document should include not only the steps of the career ladder, but also the criteria by which the professional skills and knowledge of a specialist are evaluated. Thus, employees together with the leader can assess the current competency and determine what needs to be developed to achieve the next career level.
Development of civil servants
In practice, it has been repeatedly proved that the use of IPR in government structures is an integral element of managing and improving staff performance. Using this tool, a significant increase in the professional level of a specialist is ensured, which is important not only for the employee himself, but also for the government department in which he works.
An individual specialist development plan, an example of which you can see in the article, is a document that describes the main development goals and a certain list of actions necessary for civil servants to perform. At the same time, the coordination and approval of such documents is somewhat different from the above procedure.
How are they made up?
To begin with, an example of an individual development plan for a leader or employee is compiled. In accordance with the job regulations, it should be developed for approximately three years.
If a person enters the civil service, then the individual development plan indicated by him is approved. This procedure is carried out by the organization’s leadership for three months after the official has been appointed to his post.
When an individual plan is developed for the professional development of a civil servant (an example of a document is available at any enterprise), it should include the following characteristics of a person:
- education;
- work experience in their profession;
- quality of knowledge, skills and abilities;
- personal aspirations.
This is only the main list of information that is taken into account when compiling this document. Individual development plans for civil servants, an example of one of which is given in the article, includes an indication of the form, goals, types and duration of additional education, as well as its main direction and expected effect.
How are they approved?
The approval of such documents is carried out by the heads of bodies or individual units, depending on the category to which a particular civil servant belongs.
Compilation of the IPR is carried out in two copies, with one of the forms sent to the personal file of the employee, while the second is handed to him. That is why, when an individual development plan is drawn up, an example of completion should be mandatory so that you do not make any mistakes and the damaged document is not included in your personal file.
To make the employee’s dreams of any titles, academic degrees or internships abroad more real, he must, under the strict guidance of his immediate supervisor, draw up his own development plan for the next three years. Therefore, you can always motivate your employees with potential development within the company, constantly showing that they still have room to grow.
What does it include?
An example of an individual plan for the professional development of a civil servant is, first of all, a concrete list of measures aimed at the managerial and professional qualities of an employee. The main types of such events are as follows:
- Educational. They are aimed at ensuring that the employee receives some new knowledge that may be useful to him in the performance of his immediate duties.
- Developing. They are used to improve a person in his professional field and acquire new skills. Thanks to such events, the employee covers new horizons of his work and can perform a wider range of tasks.
- Fastening. Activities designed to develop skills that the employee already has or has recently received.
It is immediately worth noting that examples of an individual competency employee development plan should be separately compiled for each specialist, since the main task of this document is to determine personal differences between what level of professional competence an officer has at the moment and what is needed from him on higher posts.
The basis for compiling the IPR includes a number of assessment procedures, which also include a personal interview between the boss and the employee himself. In each individual case, its imprint is also imposed by the specifics of the civil servant, as well as his position.
What do you need to know?
In the standard form of filling, the plan of individual development includes three main elements that will be developed by a public servant: skills, knowledge and skills. The tools that will be used in the implementation of the drawn up individual development plan can have an extremely wide range, and its list directly depends on the results of the assessment of the abilities of a particular specialist.
Quite often, individual plans for professional development include attending various external or internal trainings aimed at continuing education, as well as all sorts of tasks that are mainly of a managerial nature. The main elements of internships, as well as the level of complexity of official tasks delegated to this official, are indicated as a separate item. Basically, they are much more complicated compared to those that they met in the performance of standard duties.
The main aspects of compilation
In the process of drawing up an individual plan, not only the employee’s education and his personal goals are taken into account, but also the tasks of the corresponding structural unit. In other words, the knowledge that the employee is going to gain should be relevant to his career. It is worth noting that the civil servant has the opportunity to receive additional professional education not only with a partial breakaway for up to three working days a week, but even with a certain complete breakaway from the performance of his immediate duties.
The following can be indicated as the main areas of continuing professional education:
- legal;
- managerial;
- financial planning;
- organizational and economic;
- linguistic;
- informational and analytical.
And all this is just the main list of areas that can be included in the individual plan of the official. For example, some experts may indicate in their plan the need to learn a foreign language, and most of them really need it. There are a number of other activities aimed at the professional development of civil servants, among which the following can be noted:
- postgraduate studies;
- higher education;
- participation in symposia, scientific and practical conferences, round tables and other events.
In addition, the desire for self-development is extremely welcomed today, which also needs to be taken into account.
The personnel service of a particular department is developing an example of an individual development plan for a manager. Every year, it must engage in the formation of applications for training for civil servants within the framework of an accessible state order for training, internships or professional retraining. At the same time, a civil servant may indicate that, for example, he is scheduled to study English in the spring, in the summer he will give a lecture at a specialized scientific conference on law, and in the fall he needs to go to Foggy Albion to attend a training related to effective personnel management . It is worth noting that in this case, a public servant spends nothing to obtain the necessary knowledge, and attending such events is fully paid from the state treasury.